Accountabilities:

Conduct compensation analyses, market pricing, and benchmarking to support competitive, equitable, and compliant pay practices.

Evaluate and classify positions through job analysis, internal leveling, job architecture, and salary grade alignment.

Maintain job descriptions to support accurate job classification, compensation administration, compliance, and audit readiness.

Administer annual merit, bonus, and incentive compensation programs, including budget modeling, data validation, testing, communications, and process coordination.

Conduct pay equity analyses, identify potential disparities, and recommend corrective actions.

Advise HR Business Partners and business leaders on compensation matters related to promotions, transfers, reorganizations, new positions, and other workforce changes.

Prepare compensation analyses, presentations, and recommendations for leadership and executive review.

Monitor compensation legislation and regulations, including pay transparency requirements, and recommend relevant policy and process updates.

Develop employee communications, educational materials, and presentations to improve understanding and engagement with total rewards programs, including annual open enrollment.

Collaborate with internal stakeholders to improve total rewards program effectiveness, employee experience, and utilization.

Analyze workforce, compensation, and people data to identify trends, risks, and opportunities for HR and business decision-making.

Create recurring and ad hoc reports, dashboards, visualizations, and executive-ready insights using Excel, Power BI, and other reporting tools.

Maintain workforce metrics, reporting standards, and data governance practices to ensure data accuracy, consistency, and integrity.

Support workforce planning, forecasting, headcount management, labor-cost analysis, and organizational design decisions.

Identify opportunities to automate reporting and improve HR analytics capabilities while supporting audit, regulatory, and compliance reporting.

Contribute to additional HR initiatives and special projects as assigned.

Requirements

High school diploma or equivalent required.

At least seven years of progressive experience in compensation and total rewards.

Demonstrated experience administering compensation programs, including merit increases, promotional increases, salary adjustments, and bonus planning.

Strong background in market pricing, compensation benchmarking, job evaluation, and pay equity analysis.

Experience completing compensation surveys with Aon (McLagan/Radford) and using its compensation data platform.

Working knowledge of compensation legislation, pay transparency requirements, and related compliance considerations.

Proficiency with Workday or a comparable HRIS, including employee data, reporting, and HR processes.

Advanced Microsoft Excel skills, including PivotTables, XLOOKUP, Power Query, and complex formulas.

Proficiency with Microsoft Word, Outlook, and PowerPoint.

Strong analytical, problem-solving, and business acumen, with the ability to turn complex data into practical recommendations.

Excellent written and verbal communication skills, including the ability to present information to executives and employees at all levels.

Strong organizational and project management skills, with the ability to manage multiple priorities and deadlines.

Sound judgment and a high level of discretion when handling sensitive employee and compensation information.

Preferred: Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related field.

Preferred: Certified Compensation Professional (CCP), SHRM-CP, PHR, or comparable professional certification.

Preferred: Experience using Power BI to analyze complex data and create dashboards and visualizations.

Preferred: Experience developing workforce analytics, dashboards, and executive-level reports.

Preferred: Experience improving or automating HR reporting and compensation processes.

Preferred: Familiarity with the Cornerstone LMS Compensation Module.

How Jobgether works

We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team.

We appreciate your interest and wish you the best!

Why Apply Through Jobgether?

Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time.

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